Oxfam Minimum Standards for Gender in Emergencies | Gender Equality | Gender Analysis

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These standards were originally developed for Oxfam staff to ensure a consistent approach to promoting gender equality in Oxfam
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  OXFAM MINIMUM STANDARDS NOVEMBER 2013   www.oxfam.org  OXFAM MINIMUM STANDARDS FOR GENDER IN EMERGENCIES PURPOSE OF THE MINIMUM STANDARDS These standards were srcinally developed for Oxfam staff to ensure a consistent approach to promoting gender equality in humanitarian preparedness and response programming. They are provided here as a tool for humanitarian programme practitioners and as part of our commitment to transparency, sharing good practice and improving quality across the sector. These standards should be referred to throughout the project cycle to inform planning, programme design and implementation, and Monitoring, Evaluation, Accountability and Learning.    PROMOTING GENDER EQUALITY THROUGH INTERNAL PRACTICES Minimum Standard 1: Ensure allocation of appropriate financial and human resources for the promotion of gender equality. Minimum Standard 2: Ensure workplace policies and procedures are in place and socialized amongst staff and partners to ensure gender equality in the workplace. These are to include anti-sexual harassment HR policies. Minimum Standard 3: Ensure accountability of senior management for promoting gender equality. Minimum Standard 4: Develop staff, partner and senior management capacity through inductions, trainings and reflections. GENDER ANALYSIS THROUGH THE PROJECT CYCLE Minimum Standard 5: Gender analysis to be included in contingency plans, and linked with existing gender-focused development programmes. Minimum Standard 6: In consultation with other stakeholders, collect, analyze and report on gender differences using sex and age disaggregated data (and other factors where possible/relevant) starting from onset and throughout the project cycle taking into account issues of safety and accessibility. Minimum Standard 7: In consultation with women, men, boys and girls, design culturally appropriate gender-sensitive programmes that address the needs and safety requirements of the most vulnerable and redress gender-specific injustices. The programme design should incorporate a gender strategy, as well as policy and advocacy elements.  Minimum Standard 8: Programming is intertwined with gender-related sustainable development objectives for the country including disaster risk reduction (DRR). Minimum Standard 9: Gender analysis informs the development of monitoring, evaluation, accountability and learning (MEAL) frameworks and the implementation of monitoring and evaluation systems. Minimum Standard 10: Gender analysis informs the development and implementation of accountability and learning systems.  PARTICIPATION, DIGNITY AND EMPOWERMENT Minimum Standard 11: Ensure access and participation that is equal and safe, and meaningful participation by specific gender groups in humanitarian sectoral programme activities throughout the  project cycle, including distributions, training and livelihood opportunities.  Minimum Standard 12: In consultation with women and girls, actively promote their dignity and empowerment in programme design and implementation.  Minimum Standard 13: Develop programme s that ensure women’s and girl’s rights are being redressed in emergencies and ensure men’s and boys’ support (not just consultation) making them allies in this work.  ADDRESSING GENDER-BASED VIOLENCE (GBV) AND PREVENTION OF SEXUAL EXPLOITATION AND ABUSE (PSEA) Minimum Standard 14: Implement and monitor interventions to ensure safe programming in all situations, in consultation with women, girls, men and boys.  Minimum Standard 15:  Advocate where possible for gender-responsive policies and practices with communities and local authorities.  Minimum Standard 16: Protect beneficiaries from sexual exploitation and abuse (SEA) by staff and partners.    KEY ACTIONS NECESSARY TO MEET THE MINIMUM STANDARDS These Key Actions  may be applied in different ways depending on the context and ways of working of affiliates/partners. Not all will be applicable for everyone all the time. The use of P  (preparedness), Res  (response), Rec  (recovery), T  (transition), or ALL  indicates at which stage/s of the emergency response key actions should be undertaken. MS 1: Allocation of Financial and Human Resources for Gender Equality Key Actions   Undertake gender budgeting to ensure funding for targeted activities and resources for women and girls, as well as operational support for the delivery of effective programming. ALL   Ensure a gender balance in teams, including in senior positions, and keep all staffing data disaggregated by sex for easy monitoring. ALL     Recruit staff based on experience, understanding and commitment to gender equality. ALL     Ensure clarity for staff about their responsibilities on gender and include gender objectives in performance management. ALL   Ensure technical gender support through dedicated gender expertise or combined senior posts. ALL     Select partners based on experience, understanding and commitment to gender equality. ALL   MS 2: Workplace Policies and Procedures to Promote Gender Equality Key Actions   Review and develop (where absent) affiliate workplace policies and procedures to ensure gender equality and a gender sensitive organizational culture in the workplace. Ensure they include HR policies to provide security and safety to all staff, and prevent sexual harassment. ALL   Review partner workplace policies and procedures to ensure gender equality and a gender sensitive organizational culture in the workplace (should include HR policies to provide security and safety to all staff, and prevent sexual harassment). Work with partners to address gaps. ALL   Ensure socialization of workplace policies and practices amongst all staff (international and national) and partner staff. ALL   MS 3: Accountability of Senior Management Key Actions   Recruit senior management based on experience, understanding and commitment to gender equality. ALL     Include gender capacity of senior staff of partner organizations as criteria for selection ALL     Include the promotion of gender equality in the Terms of Reference for senior staff and monitor performance against this. ALL     Determine capacity development needs of senior management and address where needed. ALL     Ensure sufficient resources and support for senior management. ALL  
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